Human factors defined
H
uman factors is the term used to describe the inter-action of individuals with each other, with facilities and equipment, and with management systems. This interaction is influenced by both the working environ-ment and the culture of the people involved. What may be a good system of work in one part of an organisation, may be found to be less than ideal in a region where culturally driven attitudes to risk taking may be significantly differ-ent.Human factors analysis focuses on how these interactions contribute towards the creation of a safe workplace.
Traditionally, the development of Health, Safety and Environmental Management Systems (HSEMS) has con-centrated on the facilities and equipment to be used and the management systems themselves. Although human error has been recognised as part of the risk contribution, the root causes associated with particular types of human error have been difficult to address.
Human factors
O
ver the past two decades, the upstream oil and gas industry has been successful in reducing incident frequency by adopt-ing improved engineeradopt-ing solutions and sophisticated safety man-agement systems.However, safety performance has reached a pla-teau in many companies: despite all the
money and effort being spent, there is little improvement between one year’s performance and
the next.
How can we
achieve further improvements in HSE
performance?
Progress will come by taking better and more explicit account of the way people interact with every aspect of the workplace; in other words, incorporation of Human Factors.
We need to consider how individuals interact with each other, facilities, equipment, and management systems. All of this, in turn, has to be understood within the context of the local culture and environment.
What are the benefits of taking human
factors into account?
• Fewer accidents • Fewer near misses
• Reduced potential for human error and its con-sequences
Although the focus of this brochure is on improv-ing HSE performance, incorporatimprov-ing human fac-tors into an HSE plan can also yield operational benefits, including:
• Improved efficiency (increased reliability/reduced downtime)
• Lower lifetime costs associated with the maintenance and re-engineering of systems
• A more productive workforce
This brochure aims to raise the awareness of the significance of human factors in achieving improved HSE performance. It pro-vides the basic information to determine when and how this funda-mental component should be factored into HSE activities.
Management commitment drives
HSE performance
A
n Offshore Production Operation Manage-ment Team addressed the question “How can we improve and raise our HSE performance to the next level?”They determined that management commit-ment and leadership was the primary driver, generating employee involvement with shared responsibility based on open and honest com-munication. The result: HSE as an integral part of day-to-day business.
To accomplish this there were a number of programme and organisational changes. These included:
• Highlighting HSE performance reports at quarterly employee meetings
• Management attendance at all field safety meetings
• Incident investigation reviews
• Communicating and supporting HSE initia-tives and accomplishments
• Featuring HSE objectives in performance reviews for managers and supervisors
• Expectation that employees would ‘shut the job down’ if conditions became unsafe.
Benefits
• From 1998 to 2000, combined employee and contractor incident rates were reduced by:
– 71% for Total Recordable Incidents – 100% for Lost Time Incidents
• Enhanced savings/profits due to less prop-erty damage; reduced medical
expenses, compensation/ insurance costs, and legal
fees; fewer replacement workers; less
equip-ment downtime. • Improved
com-pany image and reputation.
Lessons
learned
• Not a quick fix/overnight exer-cise; progress takes years.
• An integrated pro-gramme is necessary • Senior management support for cultural change is essential for credibility and effectiveness.
Improved engineering
Improved HSEMS
Incorporation of human factors?
R
at
e
of
incidents
E&P experience with engineering,
systems and human factors
E
ven with the implementation of engineering controls and HSE management systems, E&P companies are still searching for ways to improve performance. Some E&P com-panies are implementing tools and technologies from other industries to improve efficiency, productivity, and minimize errors in the workplace. A survey of OGP members revealed that the top ten human factor issues involve systems, people, and culture. Facilities and equipment issues, whilst impor-tant, were considered less critical. This reflects the industry interest to balance systems and engineering controls with people interface issues.Culture/Working environment
• Social and Community values
• Communication flow within an organisation • Acceptance and willingness for change • Language, geography, climate
• Management support of safety values
Management Systems
• Compatible organisational goals • Job safety analysis
• Quality of operating procedures/work practices • Clear interfaces/responsibilities/accountability • Risk management
• Safe working practices • Work/task design issues • Leadership
People
• Fatigue and stress • Training systems
• Workload and shift schedule • Behavioural safety
• Physical and mental fitness
Facilities/Equipment
• Ergonomics • Design • Maintenance • Reliability
• Physical layout of facilities and site • Noise, lighting, toxics, radiation
Application of human factors to
a new project
T
he owners of a large-scale onshore and off-shore development agreed to incorporate human factors engineering (HFE) into the base design and philosophy of a new operation.Action
W
ith senior management endorsement, HFE professionals helped to produce a human factors programme based on seven key princi-ples.1 Involve HFE early in the project 2 Assign an HFE champion
3 Locate capability in engineering departments 4 Base programme on accepted HFE design
standards
5 Involve an HSE professional in appropriate tasks
6 Design facilities either to eliminate or mini-mise human error and to mitigate errors that may occur
7 Extend influence of HFE beyond facility design
Implementation
W
ith the approval of an “HFE champion”, work instructions outlining HFE expecta-tions were issued to project staff. Technical staff training started immediately. HFE professionals were included as part of the engineering team.Impact
C
omponent rearrangements (relocation of heat exchangers, orientation and elevation of large valve components, deluge pipe simplification) comprised the majority of HFE changes. Because these rearrangements wereincor-porated early in the design proc-ess, their cost was minimal.
Human factors also influenced procedures development, train-ing, labeling and signage to enable efficient and effective training.
The HFE programme introduced a number of standardised designs for the project, including a ladder design specifically covered by one of the HFE guides.
Results
What should your organisation be doing?
W
ould HSE performance improve if your organisation gave explicit consid-eration to human factors?One way to determine whether human factor issues should be addressed directly is by assessing the HSE culture of your organisation.
Alternatively, benchmarking the performance of your organisation against others can indicate where there is room for improvement.
Incident investigations also provide another good source of data. Properly performed, they can give clear insight into potential problem areas related to human factors. Similarly, diagnosing known problem areas provides valuable information for directing future improvements.
Leadership and commitment
H
SE culture is largely determined by the management’s leadership and com-mitment. Change for the better will not happen without these factors (see case study Developing a leader accountabilities agreement).Assessing HSE culture
C
ulture has a major impact on personal HSE behaviours. The simplest way to evaluate your organisation’s HSE culture is to discuss it with both management and workforce. Gauge their perceptions by using a recognised tool such as the five step HSE Culture Ladder.The HSE Culture Ladder allows an organisation (or a part of an organisation) to determine where it sits on a scale of improving HSE culture.
One extreme (pathological) displays a failure and lack of willingness to recognise and/or address those issues which may result in poor safety performance.
At the other extreme (generative) safe working practices are viewed as a necessary and desirable part of any opera-tion.
Descriptions of 20 critical HSE elements and the definitions of actions and behaviours at each level can be found on the OGP Human Factors website (http://info.ogp.org.uk/hf).
The challenge for each organisation is to recognise its own safety culture and identify how it may be improved.
Surveying the workforce is an effective way to gather the data needed for assessment. Consider using one of the many organisations accustomed to undertaking this complex research to assist in conducting the effort.
What is culture?
C
ulture can be defined as shared values (what is important) and beliefs (how things work) which inter-act within an organisation’s structure and control systems(our emphasis) to produce
behavioural norms (the way we do things around here).
Uttal, B. (1983), The corporate culture vultures, Fortune Magazine, 17th October.
Compatibility of culture?
Identifying problem areas
S
everal techniques can indicate potential human factors related problems. These vary from specific surveys – such as proce-dure violations, ergonomic problems, stress reviews – to more general surveys covering a number of issues.Some surveys will lead to improvement actions. Others confine themselves to diagnosis.
Survey tools provide a good way to identify potential areas for improvement, particularly for organisations in which there is little feedback from inci-dents. However, they are not in themselves immediate solu-tions for addressing change.
Benchmarking
B
enchmarking HSE performance can provide valuable insights. This type of benchmarking can be done at the locallevel by comparing one installation with another. At a
higher level, an organisation may compare its overall HSE perform-ance with that of others.
There are many different types of benchmarking exercises. Safety performance data presented in the OGP report Safety Performance of the Global E&P Industry is an example of an industry-wide benchmarking excercise. At a more detailed level, you can compare the performance of individual organisations on specific tasks.
Incident investigation
A
nalysing the root causes of incidents (and near misses) provides a unique opportunity to gain an important insight into safety culture and identify possible problem areas.Incident analyses generally establish the sequence of events and the primary causes. For example, the outcome of an incident inves-tigation may be “…the incident resulted from a worker failing to secure the drill pipe in accordance with company policy”.
Your ‘solution’ may be to improve the quality of supervision for this particular type of operation. However, taking human factors into account, you may learn more by determining why the worker failed to recognise, or chose to ignore, the risk at hand. For exam-ple, is there a local company culture which promotes task comple-tion ahead of operacomple-tional safety?
A range of tools can help in structuring incident investigations to ensure that root causes are uncovered. Examples of incident inves-tigations include TapRooT®, Tripod Beta®, Why Tree Analysis, SCAT, etc.
Well run organisations can operate for many years without a major incident. That is why it is essential to share the learnings from each incident analysis as widely as possible.
Plan for improvement
A
drilling organisation developed a plan to pro-mote leadership visibility, individual account-ability, and highly visible actions to improve HSEperformance. This was in conjunction with roll out of a HSE Management System and
spe-cially focused contractor safety initiative.
Leadership visibility
T
he drilling vice president clearly communicated the emphasis on safety and that managing safety is no different from managing any other performance variable. He consistently asked about HSE within the normal course of business discussions with his team leaders. A team leader was desig-nated as the safety champion to ensure proper data collection and analysis, to dis-cuss HSE issues during team leader meetings, and to supervise a group of HSE professionals.Individual accountability
T
he drilling vice president established safety goals to halve incidents in the first year and to achieve/maintain top quartile performance. The HSE management system spelled out roles and responsibilities for team leaders and rig supervisors, and performance reviews based on these expectations. Safety metrics were included in incentive programmes throughout the organi-sation.Highly visible actions examples
T
eam leaders were required to report all lost time incidents to the drilling vice president. Rig supervisors, translators or specialised train-ing were allocated to ensure work was performed safely. Common management actions included returning bids because of unacceptable safety performance on prior job, hosting an interactive safety forum for contractors with involvement by management, and suspending drilling operations when a rig experienced a high level of recordable incidents.Benefits:
• Since 1998, combined incident rates for employees and contractors were reduced by 70% for lost time incidents and by 60% for total recordable incidents
• Embedded HSE considerations in the busi-ness process
• In 1999, moved from 4th quartile to 1st quartile in safety performance
Lessons Learned
How are improvements made?
I
mprovements in HSE performance occur when people, culture, working environment, management systems and facilities/ equipment are managed effectively together. The steps to improve-ment are no different from those employed within a n y change management system.It is important that account is taken of the human factor issues associated with implementing any change. Two issues of particular impor-tance are management leadership and readiness for change.
Those individuals with key responsibilities for implement-ing any change should receive training in human factor funda-mentals and tools.
The implications of implement-ing a new system of work must be recognised and accepted by both the management and the workforce. There is no use telling a worker to spend more time assessing the
risks associated with a particular task if the management does not make more time available, and the worker does not recognise the benefits that should result.
Developing a leader
accountabilities agreement
T
o define leadership accountabilities better within an E&P technology department, a 4-member team developed an‘Accountabili-ties Agreement’. The multi-functional team reviewed existing company
policies/pro-cedures and regulatory requirements and compiled all leadership
account-abilities on one page. The document was then reviewed and approved by
the safety and health committee. The team then developed an implementation programme for team leaders. A manual was developed with excerpts from company policies, pro-cedures, HSE manuals and communica-tions to support or provide additional information on the leadership account-abilities. Team leaders attended a train-ing session sponsored by the company leader and each team leader signed an agreement. The accountabilities are incorporated into each lead-er’s performance review with a specific objective related to their operations
Benefits
• All team leaders, as well as employees, were able to articulate an HSE related objective for their performance review
• Team leaders became visibly more active in HSE issues such as reporting, investigating and follow up on incidents
• Active/timely follow up on reported HSE haz-ards
• Increased visible support of HSE issues from leadership
• Increased awareness of HSE issues specifi-cally related to job function
• Ownership of HSE issues and processes • Increased leadership in areas outside those
defined on the accountabilities agreement.
Lessons learned
• Use a cross-organisational team, including representatives from leadership, which pro-motes employee ownership
• Rely on existing policies, procedures, etc. for information when compiling the accountabili-ties and training material
• Use all members of the team to present the material to the leadership ranks (not only the HSE professional)
Planning for change
B
efore implementing a human factors change initiative, it is important to deter-mine the organisation’s readiness for change.In general, there are five stages: pre-contem-plative, contempre-contem-plative, preparation, action & maintenance.
Associated with each stage are certain actions that are essential to secure the pro-posed change. For example, if an organisation falls into the pre-contemplative category, then the strategy for change must include raising awareness of the need and benefits which will result from the change.
Initiative overload, the perception that too much is happening too soon, should be avoided. A key to success is “integrating” human factors into existing systems and proc-esses, not trying to work it as a stand-alone independent effort.
Provide appropriate communication and training to the parties who will be imple-menting the change, and to those who will be affected by it.
Readiness for change
Actions to secure change
Pre-contemplative
We don’t see a problem • Raise awareness of the problem areas • Create a need in individuals
• Make the outcome believable and achievable
Contemplative
We are aware of the problem but don’t know how to solve it
• Provide information about success • Develop personal vision
Preparation
We have a plan to improve • Construct a feasible plan • Define measurements of success • Make everyone publicly commit to
their plans
Action
We are working to improve • Carry out the plan • Review progress
Maintenance
We have achieved improvement and are holding on to it
• Perform management review • Secure outcome
Useful resources
Websites
OGP Human Factor issues area, http://info.ogp.org.uk/hf
– Contains key references and links to Human Factor websites & information.
Step Change, http://step.steel-sci.org
– References and links on items to improve safety performance, awareness and behaviours in UK oil & gas industry.
References
Guidelines for the development and application of health, safety & environmental management systems, OGP report ref. 6.36/210, http://www.ogp.org.uk
Reducing Error and Influencing Behaviour, HSE books, HSG48, ISBN 0717624528. http://www.hsebooks.co.uk
– Provides information to assist personnel with H&S responsibilities to understand and incorporate Human Factors into the workplace.
Changing Minds - A Practical Guide for Behavioural Change in the Oil & Gas Industry, Step Change Publication, http://step.steel-sci.org.
– Focuses on safety and behavioural issues and illustrates the organisation factors required to manage safety effectively.
Improving Maintenance; A guide to reducing human error, HSE Books, ISBN 0717618188. http://www.hsebooks.co.uk
– Covers maintenance risks, human performance in maintenance, assessment methods, maintenance management issues, and includes worksheets.
209-215 Blackfriars Road London SE1 8NL United Kingdom
Telephone: +44 (0)20 7633 0272 Fax: +44 (0)20 74633 2350 165 Bd du Souverain 4th Floor
B-1160 Brussels, Belgium Telephone: +32 (0)2 556 9150 Fax: +32 (0)2 556 9159 Internet site: www.ogp.org.uk e-mail: reception@ogp.org.uk
Who are we?
OGP encompasses most of the world’s leading publicly-traded, private and state-owned upstream oil & gas companies, oil & gas associations and major upstream service companies. OGP members produce more than half the world’s oil and about one third of its gas.
Mission
• To represent the interests of the upstream industry to international regulatory and legislative bodies.
• To achieve continuous improvement in safety, health and environmental performance and in the engineering and operation of upstream ventures.
